The two main types of competency standards are

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The two main types of competency standards are: Nationally endorsed units of competency consistent with work requirements. These are recognised nationwide and service as a basis for assessment and the issue of formal qualifications. Enterprise-specific units of competency consistent with work requirements. Organisational standards are in-house and specific to your employer. In-house standards are developed to ensure that you meet the minimal level for your employer. If you identify weaknesses in competency standards, corrective action should be taken to address the issue. It is also important that you seek feedback when you complete this form. Listening to the opinion of others will allow you to obtain a clear picture of your level of competence from other perspectives.
3. How would you obtain feedback about your performance from work Associates?
Observing people’s reactions to you – for interpersonal relations and to reinforce your position as a role model, take the time to observe whether personnel react to you in a positive manner. Particular attention should be paid to the body language. Is it open? Is it closed? Maintaining records of the number of times that personnel ask for your opinion – if no one asks for your opinion, a red flag should be raised. You have either intimidated them and they will not approach you or they do not respect your opinion. Do not make assumptions. Gather feedback to find out what you have done wrong. If you are a role model, you need to find out what you are doing wrong. Once you find out what you are doing incorrectly, take corrective action. Exposure to other members of management – Communication is a two way process. It is important to know what other members of management think about your skills and knowledge. Observe their skills and knowledge to assist you in identifying ways in which you can improve your own personal skills and knowledge. Share information – Managers have a legal obligation to ensure that they share WHS information with staff. This information should also be supported with any information that will assist your team in the decision making process. Failure to provide and share information can mean that your team will not make an informed decision. Feedback, no matter how it is given should be used as a way in which to improve your performance. If feedback highlights yours strengths, then find a way in which to improve your strengths by creating more personal benchmarks. Be proactive in your approach to feedback. Demonstrate to your team members
that it is okay to ask for feedback. You can obtain feedback from: Colleagues at the same level and more senior managers Internal or external customers People from a wide range of social, cultural and ethnic backgrounds and with a range of physical and mental abilities Team members 4. What method/s would you use to develop your competence in your weak

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